Sales performance appraisal for Sport organisations

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depending on the size of the organization obviously um uh it's very common um that other team members will go to the leader and say we don't want to work with that person i mean that that's usually a big highlight you know um that's frequent um uh you can tell in meetings uh very often if somebody um is domineering but i'm also a great fan of peer reviews quite frankly the the army rangers dealt with this they called them spotlight rangers when when candidates were going through ranger school they had to in the past they had this issue where these very talented ranger candidates and the t and the instructors love them so they look like they were great candidates the problem is as soon as the spotlight was turned off they were horrible people so leadership didn't know and so they implemented peer reviews so now you have to be good at your job your instructor has to like you and your colleagues have to like you your your and so um and by like i mean respect and you're you know you you're seen as a team player and help each other out so um if all you're doing is reviewing annually someone's performance that's insufficient there needs to be regular feedback mechanisms um um and there needs to be an open open dialogue and peer review 360 review where you all come into a room and you get to give each other feedback in real time but yeah it's probably because there aren't enough metrics we can't force people um you know the old joke um how many psychiatrists does it take to change a light bulb you know one but the light bulb has to really want to change um uh three of you have kids [Laughter] uh um um so they have to they have to want it because if they're resistant to it it's it's not going to work out um and so having those conversations all about growth you know which is which is you want to create a a growth mindset in the organization which was we're all here to be better versions of ourselves so i'll go back to that 360 technique that we've used um we take a team could be two people could be ten people it doesn't matter 10 probably would be too many but just because it would take forever um uh um and what you do is you have everybody write on a piece of paper um three things that they believe are their weaknesses or the places that they need more growth three specific examples they have to be specific examples then they write three of their biggest strengths or things that they believe they've grown the most again three specific examples and then all the answers are collated and shared amongst the teams everybody can read them then you come into a room together and you take turns where first you read your biggest three weaknesses and then everyone in the room can add to it and uh we give a little speech before we do this which is we come together and do this because we're trying to help each other grow and we all have blind spots we all have things that we don't understand or don't see sometimes we don't realize how we're coming across and so the people in our your teammates are going to tell you things that's very uncomfortable for them to tell you they don't want to do this they would rather not do this but they're going to do this because they want to help you grow and so the only thing the the because we all take turns the only thing you're allowed to say is thank you you can't ask questions you can't push back you can't justify you can't react you can just say thank you and if you go thank you we like we shut that down pretty quickly um and the reason you say thank you is because i need to know this our rule is is that if you have an emotional response if you get angry or you get uh um annoyed or uh it's probably true um if you have no reaction you don't have to you know if they're just like no that's not me you can then you can ignore it you can say thank you um but if you have an emotional response it's probably true um and we go around and it's it's an amazing space cause like i think i have an open door policy i think i'm approachable but turns out i'm not as much as i like to think i am and so in this environment um the most junior person on our team had an opportunity to tell me that there's something that i do that makes their job more difficult um i didn't know that and in this and she was very nervous to tell me but this was a safe space in which she could